Innovation for organizational sustainability: the role of HR practices and theories

Abstract

Purpose This paper aims to estimate the influence of HR practices and theories on organizational sustainability. The research also examines the role of innovation as a mediator among the relationship of HR practices and theories and organizational sustainability. Design/methodology/approach The research is based on the survey conducted among 386 employees of logistics firms across India. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) approaches were used for analysis. Approach proposed by Baron and Kenny (1986) was used to test the mediating effect. Findings The study finds that HR practices and theories have positive and significant influence on organizational sustainability. The research also reveals that after introducing innovation as a construct, it partially mediated the association of HR practices and theories and organizational sustainability. Originality/value The study inspects the extent to which innovation can acts as a mediator between the relationship of HR practices and theories and organizational sustainability in logistics sector in India, which has not been established in past studies.